scholarly journals How does Organizational Justice influence Job Satisfaction and Organizational Commitment? Explaining with Psychological Capital

2014 ◽  
Vol 39 (2) ◽  
pp. 83-98 ◽  
Author(s):  
Abhishek Kumar Totawar ◽  
Ranjeet Nambudiri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Social Exchange ◽  
Structural Equation ◽  
Service Sector ◽  
Structural Model ◽  
Structural Equation Models ◽  
Psychological Capital ◽  
Scale Properties

‘Looking fair’ is the desired goal of individuals and organizations. Fairness perceptions of organizational actions, by employees, translate into various favourable work outcomes. For instance, perceptions of fairness, defined as organizational justice, significantly influences attitudinal variables as job satisfaction and organizational commitment. However, the existing literature does not offer complete picture of this influence. In other words, the ‘underlying mechanism’ governing the influence of organizational justice on job satisfaction and organizational commitment is not fully understood. On the basis of extant literature review and arguments grounded in the social exchange theory, and ‘broaden and build’ theory of positive emotions, this study identifies psychological capital (PsyCap) as an explanatory mechanism for the influence of organizational justice on job satisfaction and organizational commitment. The primary objective of this study was to test a theoretical and structural model that hypothesized mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. A survey-based methodology, with standardized scales was used. A pilot study was conducted to test the scale properties. A sample of 440 employees from the Indian service sector industry was drawn. A two-step process of analysis, with AMOS 16, was employed to test the structural model. The scales were assessed and found fit for reliability and validity criteria. Besides examining the significance of indirect effects using the bias-corrected confidence intervals with two-thousand bootstrap samples, the study also applied alternative⁄nested structural equation models to test the mediation hypotheses. Results are found to be consistent with the stated hypotheses thus confirming the mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. The findings of this study advance available knowledge on job satisfaction and organizational commitment; and provide impetus to research in this domain by identifying PsyCap as an intervening variable. The study thus extends the application of PsyCap as an organizational variable capable of translating the effect of justice on satisfaction and commitment. It also supports and extends the view of previous researchers that PsyCap is a significant positive organizational behaviour (POB) variable, as it is capable of performance improvement and is open to development. From a managerial perspective, given the ‘open to control’ nature of PsyCap, it renders a significant tool in the hands of managers to control the satisfaction and commitment of their employees. Moreover, controlling PsyCap is much easier as compared to directly controlling justice perceptions.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

On the Differential and Shared Effects of Leadership for Learning on Teachers’ Organizational Commitment and Job Satisfaction: A Multilevel Perspective

2018 ◽  
Vol 55 (5) ◽  
pp. 705-741 ◽  
Author(s):  
Marcus Pietsch ◽  
Pierre Tulowitzki ◽  
Tobias Koch
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Shared Leadership ◽  
Leadership Practices ◽  
Structural Equation ◽  
Teaching And Learning ◽  
Structural Equation Models ◽  
Strong Predictor ◽  
Leadership For Learning ◽  
Differential Effects

Purpose: Over the past years “leadership for learning” (LFL) has become popular among educational scholars. LFL refers to the idea that effective leaders demonstrate a contextually contingent mix of instructional, transformational, and shared leadership practices that may have differential effects at various organizational levels. These assumptions have rarely been investigated within a coherent empirical design. We examine the shared and differential effects of LFL on teachers’ job satisfaction and organizational commitment, which are relevant antecedents for learning, improvement, and change on all levels of a school. Method: Drawing on survey data ( nteachers = 3,746, nschools = 126) from Germany and on well-established instruments like the Multifactor Leadership Questionnaire or Teaching and Learning International Survey, multilevel associations of LFL and teachers’ job satisfaction and organizational commitment were explored. This was done by applying doubly latent structural equation models. Findings: Our results indicate that (1) it is statistically necessary to model perceived leadership practices as a multilevel construct, (2) shared leadership is a strong predictor of individual and shared job satisfaction and organizational commitment of teachers whereas (3) individual consideration only shows significant associations on the individual level (4) that LFL is contextually sensitive. Implications for Research and Practice: Findings make a strong case for studying LFL within a multilevel framework and also for applying complex study and analytical designs, which should take the complexity of the theoretical assumptions into consideration all the way along from questionnaire design, through the process of data collection up to the point of data analysis.

scholarly journals Organizational Commitments in Financial Service Audit With Antecedents of Organizational Justice and Job Satisfaction

2020 ◽  
Vol 11 (4) ◽  
pp. 86
Author(s):  
Petrus Ridaryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Equation Model ◽  
Quality Of Services ◽  
Accounting Firms ◽  
And Performance

Public trust in a profession is determined by the reliability, accuracy, timeliness, and quality of services or services that can be provided by the auditor profession. Although the auditor's work and performance procedures have tended to be supervised and determined strictly and formally by external institutions, studies have shown that the context of the internal environment has an effect on improving auditor performance. This study seeks to analyze the effect of organizational justice and job satisfaction in the auditor's environment on organizational commitment. It focuses more on behavioral accounting, specifically relating to the auditor's work environment, by taking the object of the treatment's influence in the organization's internal participation and involvement of auditors that is reflected by organizational commitment. By using the Structural Equation Model (SEM), the findings show that procedural justice and interactional justice are empirically proven to influence organizational commitment. On the other hand, distributive justice has no effect on organizational commitment, and job satisfaction has also been proven empirically to have no effect on organizational commitment. These results provide input for public accounting firms so as not to overlook the fairness factor in providing rewards to auditors. In the case of fairness the awarding of rewards / awards to the auditor is not only limited to the amount of reward, but also the process for determining the amount of the reward.

Organizational justice and organizational commitment among South Korean police officers

2012 ◽  
Vol 35 (2) ◽  
pp. 402-423 ◽  
Author(s):  
Matthew S. Crow ◽  
Chang‐Bae Lee ◽  
Jae‐Jin Joo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
South Korea ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Complex Relationship ◽  
Content Type

PurposeIn spite of the importance of officers' perception of organizational justice and its influence on organizational commitment, the policing literature lacks information about the relationship between the factors. Using job satisfaction as a mediator, this study aims to examine an indirect influence of organizational justice on police officers' commitment to their organization.Design/methodology/approachThis study employed a survey of 418 police officers in South Korea while on in‐service training. In exploring the complex relationship among organizational justice (i.e. distributive, procedural, and interactional), job satisfaction, and organizational commitment, the researchers utilized structural equation modeling to overcome the weaknesses of linear regression models.FindingsOfficers' perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of procedural and interactional justice had an indirect impact on the officers' organizational commitment through distributive justice. Lastly, perception of organizational justice showed an indirect influence on organizational commitment through job satisfaction.Research limitations/implicationsDue to its cross‐sectional design, the findings do not confirm any causal relationship among the variables. In addition, the current study used a purposive sample of police officers in South Korea, which may limit the generalizability of the findings.Originality/valueThis study contributes to the literature by examining organizational commitment in light of officers' perception of organizational justice and job satisfaction using structural equation modeling to explore the complex relationship among the organizational factors.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

scholarly journals Organizational Commitment, Organizational Justice and Work Satisfaction: A Comprehensive Model in a Romanian Organizational Setting

2018 ◽  
Vol 20 (2) ◽  
pp. 60-69 ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Work Satisfaction ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Outcome Variable ◽  
Organizational Setting ◽  
The Way

Our paper investigates the way in which the different dimensions of organizational justice and organizational commitment are mediated by work satisfaction. The rationale of the study is two folded. First, in our opinion there is a gap in scientific literature when it comes to studies that explore the way in which the dimensions of organizational justice and organizational commitment interact, most researches treating commitment as an aggregate concept. Second, even thou the interaction between organizational justice, job satisfaction and organizational commitment is well documented, studies that consider job satisfaction a mediator rather than an outcome variable are few even, if these few provide strong evidence regarding the value of job satisfaction as a mediator. Our research was done two Romanian manufacturing organization, in Harghita and Brașov Counties (N = 676) and the collected data was interpreted using exploratory factor analysis and structural equation modeling. The obtained model not only further enforces existing body of knowledge regarding the strong relation between organizational justice and commitment but also proposes a way in which the dimensions of these two concepts relate to each other, relation that is mediated by job satisfaction. Our proposed model shows that three of the four dimensions of organizational justice (procedural, distributive, interactional justice) are mediated by job satisfaction (distributive justice) and one is partially mediated (procedural).

scholarly journals Nexus among Trust, Job Satisfaction, and Affective Organizational Commitment: A Developing Country Perspective

2021 ◽  
Vol 4 (1) ◽  
pp. 67-78
Author(s):  
Atif Ali Gill ◽  
Riaz Hussain Ansari ◽  
Muhammad Waseem Tufail
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Developing Country ◽  
Social Exchange ◽  
Structural Equation ◽  
Banking Sector ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Affective Organizational Commitment

The organizational commitment of employees plays a vital role in the success of any business. In the era of competition, companies are struggling to retain the employees committed to the organizations. There is a scarcity of research to investigate the factors that influence effective organizational commitment in a developing country. The researcher conducted a survey to collect data from employees working in the banking sector of Pakistan. The present study utilized the convenience sampling method to get responses. A total of 300 questionnaires were distributed, from which 215 responses were received, where 15 questionnaires were found partially filled, which were discarded for further analysis. The 200 questionnaires proceeded for statistical analysis using the partial least square structural equation modeling (PLS-SEM) technique. The software of SmartPLS ver 3.0 was used to analyze the significance of hypotheses. Current research revealed the significant relationship between trust and affective commitment mediated through job satisfaction. The present study provides several theoretical and practical implications by extending social exchange theory and delivering guidelines to banks' human resource departments to build trust among employees, and gauging job satisfaction to increase affective organizational commitment.

scholarly journals Organizational justice perception of Indonesia civil servants, does it matter?

2018 ◽  
Vol 21 (2) ◽  
pp. 333-360
Author(s):  
Hety Budiyanti ◽  
Shine Pintor Patiro ◽  
Nurman Nurman
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Structural Equation ◽  
Positive Emotion ◽  
Structural Model ◽  
Interactional Justice ◽  
Civil Servants ◽  
Two Phase ◽  
Central Sulawesi

The purpose of this research is to examine the influence of organizational justice to positive emotion of civil servants in south and central Sulawesi Province which impact their job satisfaction. Organizational justice consists of distributive justice, procedural justice, and interactional justice. We propose that the perception of organizational justice by civil servants on these two provinces will influence the formation of positive emotion which will impact their job satisfaction. This study provides a guidance to civil servants at leadership level to design a form of justice which influence positive emotions that have an impact on the work satisfaction of their subordinates. The subject on this research are civil servants employees in South and Central Sulawesi Province area. Purposive sampling method is employ with 400 respondents as sample requirement and 350 questionnaires were returned which made the response rate of 87.5 percent. Data is analyze using Structural Equation Modelling (SEM) with two phase approaches, namely: calculation model and structural model. The results demonstrate that organizational justice has the ability to explain and predict positive emotion. Furhermore, positive emotion has the ability to explain and predict job satisfaction for civil servants employees in South and Central Sulawesi Province. Interactional and procedural justice are significantly influencing positive emotion with interactional justice has the largest influence in positive emotion. While distributional justice has no significant influence on positive emotion.

scholarly journals Parameter Estimation of Structural Equation Modeling Using Bayesian Approach

CAUCHY ◽  
2016 ◽  
Vol 4 (2) ◽  
pp. 86
Author(s):  
Dewi Kurnia Sari ◽  
Ni Wayan Surya Wardhani ◽  
Suci Astutik
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Bayesian Approach ◽  
Latent Variable ◽  
Structural Equation ◽  
Structural Model ◽  
Employee Performance ◽  
Equation Modeling ◽  
Significant Difference

Leadership is a process of influencing, directing or giving an example of employees in order to achieve the objectives of the organization and is a key element in the effectiveness of the organization. In addition to the style of leadership, the success of an organization or company in achieving its objectives can also be influenced by the commitment of the organization. Where organizational commitment is a commitment created by each individual for the betterment of the organization. The purpose of this research is to obtain a model of leadership style and organizational commitment to job satisfaction and employee performance, and determine the factors that influence job satisfaction and employee performance using SEM with Bayesian approach. This research was conducted at Statistics FNI employees in Malang, with 15 people. The result of this study showed that the measurement model, all significant indicators measure each latent variable. Meanwhile in the structural model, it was concluded there are a significant difference between the variables of Leadership Style and Organizational Commitment toward Job Satisfaction directly as well as a significant difference between Job Satisfaction on Employee Performance. As for the influence of Leadership Style and variable Organizational Commitment on Employee Performance directly declared insignificant.

scholarly journals A Tale of Two Capitals: How Task-Oriented and Guanxi-Oriented Psychological Capitals Lead to a Sustainable Workforce in Rural China

2021 ◽  
Vol 12 ◽  
Author(s):  
Chunyan Xu ◽  
Dawei Wei ◽  
Jintao Liu ◽  
Jiaxian Zhou
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Rural Areas ◽  
Structural Equation ◽  
Chinese Culture ◽  
Structural Equation Models ◽  
Rural China ◽  
Vocational Identity ◽  
Complex Relationships ◽  
Task Oriented

Psychological capital (PsyCap) is documented to be positive in influencing employees’ behavior. However, little attention has been paid to its role in maintaining a sustainable workforce in underprivileged rural areas. Also less known is the complex relations between PsyCap and other consequence variables. Moreover, previous studies in this field did not adequately address the cross-cultural applications of positive resources, though many facets of PsyCap are culture related. To address the gaps, the current study explored the complex relationships linking PsyCap and organizational commitment in a sample of public civil servants (gongwuyuan cadres, n=583) at the township level in the rural areas of northwestern China. Two types of PsyCap, task-oriented PsyCap, which is similar to the PsyCap in the west, and guanxi-oriented PsyCap, which is unique in the Chinese culture, were measured. Task-oriented PsyCap is composed of enterprise-diligence, resiliency-perseverance, optimism-hope, and confidence-courage. Guanxi-oriented PsyCap is composed of toleration-forgiveness, modesty-prudence, thanksgiving-dedication, and respect-courtesy. AMOS 23.0 software was used to establish structural equation models. The results show that both types of PsyCap were positive predictors of organizational commitment. Vocational identity and job satisfaction mediated the relation between task-oriented PsyCap/guanxi-oriented PsyCap and organizational commitment. The chained relationship from the two types of PsyCap to vocational identity, job satisfaction, and organizational commitment was also significant. These results and their implications for workforce stability are discussed.

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